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On this National Latina Pay Equity Day — set aside on Dec. 8 to focus on the pay gap between Latinas and non-Hispanic white men — advocates are pressing a distinct message: It's worse than you think. The true reality of millions of working women has not been reflected in calculations of the wage gap by leaving out women who work part-time, seasonal or migrant jobs, Ramírez said. For Latinas, it takes an average of 24 months to equal what white, non-Hispanic males are paid in 12 months. According to the Justice for Women report, non-Hispanic white men working full and part time on average earn $50,624 per year, while Latinas working full and part time average $25,312. Among Latinas specifically working full time, year-round, women of Honduran descent had the lowest earnings compared to non-Hispanic white men, at 44 cents for every dollar earned.

☆ The industries with the most—and least—salary transparency
▼ + stars: | 2022-12-07 | by ( Ashton Jackson | ) www.cnbc.com time to read: +4 min

As the trend toward pay transparency continues, companies across the nation are starting to include salary ranges in their job postings – but there are some industries and organizations that lead the pack. According to recent research from Adzuna, a job search engine, the best industries for pay transparency are charitable jobs and trade/construction jobs. Adzuna also found the worst industries for salary transparency – only 1% of job postings in the travel industry include pay ranges, and retail jobs ate the least transparent at 0.5%. Paul Lewis, chief marketing officer at Adzuna, says that the fallout from trends like the Great Resignation prompted these industries to increase salary transparency as a means to attract more workers. Based on Adzuna's findings, these are the 5 best companies for salary transparency as of November 2022:1.

☆ This non-profit has raised over $10 million to support Indigenous women entrepreneurs: 'It's up to us to close the racial wealth gap'
▼ + stars: | 2022-11-30 | by ( Morgan Smith | ) www.cnbc.com time to read: +5 min

Here's how one non-profit, Native Women Lead, is enabling Indigenous women's economic mobility:'It's up to use to close the racial wealth gap'Native Women Lead was founded in 2017 by eight Native American women entrepreneurs: Jaime Gloshay, Kalika Davis, Lisa Foreman, Kim Gleason, Vanessa Roanhorse, Alicia Ortega, Stephine Poston and Jaclyn Roessel. That conversation inspired the creation of Native Women Lead, an Albuquerque-based non-profit that aims to help Indigenous women entrepreneurs across the world access the capital, mentors, financial education and support needed to thrive in their careers and narrow the wealth gap. To date, Native Women Lead has provided about $500,000 to 65 Indigenous women entrepreneurs through the two funds, partnering with credit unions and investing firms such as Nusenda Credit Union and ImpactAssets to connect entrepreneurs with capital. While closing the wealth gap might start with funding opportunities, Native Women Lead views wealth as "more than just revenue or profits," Stephine Poston, one of the group's co-founders, says. Keeping this in mind, Native Women Lead offers wellness-focused retreats for Indigenous women as well as fireside chats on self-care practices, healing from trauma and other mental health topics.

☆ A pay transparency law recently went into effect in New York City. Here are the other cities and states with similar legislation, and what workers there should know.
▼ + stars: | 2022-11-08 | by ( Sarah Jackson | ) www.businessinsider.com time to read: 1 min

CaliforniaGetty ImagesUnder the Pay Transparency for Pay Equity Act, which takes effect at the start of 2023, California employers will need to include reasonable salary ranges on job postings and keep job title and compensation records for each employee for as long as they're employed there and for three years afterwards. Private employers with 100 or more employees must also submit a yearly report to the state's Civil Rights Department disclosing median and average hourly pay rates for each job category by race, ethnicity, and sex.

☆ Salary transparency is a win for NYC job hunters, but some say workers still will need to push for pay equity
▼ + stars: | 2022-11-03 | by ( Jordan Hart | ) www.businessinsider.com time to read: +4 min

On Tuesday, a salary transparency law went into effect for most New York City companies. Starting Tuesday, employers in New York City have to include a "good faith" salary range in all job postings, following the lead of states like Colorado, Connecticut, and Nevada. According to recent Lattice surveys, 25% of employees know the pay range of their job while 9% knows the range of the next level. Although it's unclear where respondents worked, this number could increase as more people have access to salary range data. If you've just found out you're making less than others doing the same job, Williams and Carhart agree that you should not overreact.

☆ 'The more transparency, the better': How NYC job seekers say visible pay ranges will help them
▼ + stars: | 2022-11-01 | by ( Jennifer Liu | ) www.cnbc.com time to read: +9 min

CNBC Make It wants to hear from workers in New York City who will be impacted by the city's new salary transparency law. Once salary numbers are out, job seekers say public ranges will help them focus on applying to jobs that actually pay what they want — saving them time and anguish of finding out during interviews that the pay is too low. Job seekers say employer fears of losing applicants are overblownMany businesses that oppose the new law say that if they're required to list their pay ranges, competitors can outbid them and scoop up talent, especially in today's tight market. Job seekers say those concerns are overblown. Businesses should be more concerned about how not being transparent could put them on the outs with job seekers, she says.

☆ New York City employers are now required to list salary ranges in their job posts. Here's how that will affect candidates and companies.
▼ + stars: | 2022-11-01 | by ( Sarah Jackson | ) www.businessinsider.com time to read: +5 min

A new law takes effect today requiring most New York City employers to disclose salary ranges in job postings. A lot of New Yorkers are about to find out, as a new salary transparency law takes effect today in New York City. "Employers really want to start to think about how to create a salary range that reflects your current workforce," said Farrell Fritz employment attorney Domenique Camacho Moran. Employers found to be non-compliant will get a first warning, without a monetary penalty, and have 30 days to list salary ranges. Beyond New York, pay transparency legislation is taking hold in other parts of the country.

☆ India's women to receive same national appearance fees as men
▼ + stars: | 2022-10-27 | by ( ) www.reuters.com time to read: +2 min

NEW DELHI, Oct 27 (Reuters) - India's men and women cricket teams will be paid the same appearance fees to represent their country, Board of Control for Cricket in India (BCCI) Secretary Jay Shah said on Thursday. "We are implementing pay equity policy for our contracted BCCI women cricketers," Shaw wrote in a post on Twitter. "The match fee for both men and women cricketers will be same as we move into a new era of gender equality in Indian cricket." Under their current annual contracts, women cricketers in the highest bracket earn 5 million rupees, while Grade B players take home 3 million and Grade C, 1 million. Former India women team captain Mithali Raj hailed the announcement on Twitter as "historic".

☆ New York City helps kick off 'wave of pay transparency legislation' as workers demand full salary disclosure
▼ + stars: | 2022-10-26 | by ( Jessica Dickler | ) www.cnbc.com time to read: +3 min

New York City's Wage Transparency Law goes into effect on Nov. 1, making it mandatory for employers to share the salary or hourly wage in postings. "We expect the recent wave of pay transparency legislation to continue," said Mariann Madden, director of work and rewards at benefits consulting firm WTW, formerly known as Willis Towers Watson. "Job seekers and current employees want to know and understand that they are treated fairly and are provided with equal opportunities to thrive and grow within the organization," Madden said. The idea is that pay transparency will bring about pay equity, or essentially equal pay for work of equal or comparable value, regardless of worker gender, race or other demographic category. "Employers may realize this transparency is important to job seekers and start including it anyway without a mandate," she said.

Why do so many industries treat voice actors poorly?!?" Rather than having a set salary, Hayhurst said, video game voice actors often have an hourly rate that’s agreed upon before they begin recording. Video game voice actors are eligible to be represented by the Screen Actors Guild‐American Federation of Television and Radio Artists. In 2017, SAG-AFTRA reached an agreement with video game companies, after a nearly yearlong strike by the union against video game producers, developers and publishers, Variety reported. In some cases, video game voice acting is more than delivering lines of dialogue in a booth.

☆ 'Know your worth' — 33% of job seekers said they wouldn't even go to a job interview without seeing the salary first
▼ + stars: | 2022-10-18 | by ( Jessica Dickler | ) www.cnbc.com time to read: +1 min

Workers are pushing for greater pay transparency, whether employers like it or not. Such conversations around income expectations used to be "the elephant in the room," said Vicki Salemi, career expert at Monster.com. Now, 33% of job seekers said they would not even go to a job interview without first knowing the salary the employer is willing to offer, according to new research by job search site Adzuna. Congress considers retirement system changesAs salary transparency laws slowly gain momentum, 28% of adults said a lack of pay clarity continues to be the greatest frustration when it comes to the job search, Adzuna found. The idea is that pay transparency will bring about pay equity, or essentially equal pay for work of equal or comparable value, regardless of worker gender, race or other demographic category.

☆ What it takes to get a job at Netflix according to its chief talent officer, who explains the company's grueling 10-interview process and 'shocking' feedback
▼ + stars: | 2022-10-17 | by ( Elaine Low | ) www.businessinsider.com time to read: +4 min

Netflix chief talent officer Sergio Ezama said Netflix sometimes conducts 10 or more interviews with a candidate. As Netflix's chief talent officer Sergio Ezama told "Power of Why" podcast host Naomi Haile in February, hiring well is paramount to sustaining the company's culture. he told Haile. Ezama also spoke to Haile about his childhood in Bilbao, Spain, and the career journey that led him to Netflix. "It's hard work" jumping into a C-suite role at a new company after decades at another, he told Haile.

☆ Check out the pitch deck that payroll startup Comprehensive used to raise a $6 million seed round from investors like Inspired Capital
▼ + stars: | 2022-10-17 | by ( Madeline Renbarger | ) www.businessinsider.com time to read: +2 min

Comprehensive is a new HR startup that wants to simplify employee compensation and raises. The startup just launched from stealth and raised a $6 million seed round led by Inspired Capital. Employers can also easily toggle to view employee compensation data by gender and race, along with the dates of each last employee's raise to increase transparency around pay equity. Comprehensive has already secured high profile clients like fintech startups Mercury and Titan, which attracted the attention of the venture team at Inspired Capital. Here's an exclusive look at the 10-slide pitch deck Comprehensive used to raise $6 million from Inspired Capital, Floodgate, SV Angel, and several angel investors:

☆ California job-seekers will soon see salary ranges on job postings
▼ + stars: | 2022-09-28 | by ( Jennifer Liu | ) www.cnbc.com time to read: +6 min

California job postings will soon include pay ranges, thanks to a new salary transparency bill signed into law by Gov. The move makes California the largest state where job listings will require salary information by law. In California, women are paid roughly 88 cents for every dollar paid to a man, with the gap increasing for women of color. Reporting pay data based on job and demographic background can help uncover occupational segregation that employers may not be aware of. Previous California law already requires companies with 100 or more direct-hire workers submit job and demographic data for those workers.

☆ Drastic pay inequities persist for Black and Latino NYC workers, especially women
▼ + stars: | 2022-09-23 | by ( Zachary Schermele | ) www.nbcnews.com time to read: +3 min

A new pay equity report from the New York City Council shows “persistent, large pay gaps” in the city’s municipal workforce, particularly among Black, Latino and white employees — a divide that gets worse when comparing men and women workers. Black city employees make just 71 cents on average for every dollar made by their white counterparts, according to the report, which was released Thursday. For Black women and Latinas, the gap is even larger, dropping to 69 cents for every dollar made by white male employees. On the whole, female city employees make 73 cents for every male dollar. Pay equity reports are mandated by a New York City law passed in 2019 that aimed to “find and eliminate” wage gaps in public employment.

☆ How Netflix's 10-interview hiring process works, according to HR chief Sergio Ezama, and why the streamer's 'shocking' feedback culture helps candidates
▼ + stars: | 2022-08-25 | by ( Elaine Low | ) www.businessinsider.com time to read: +5 min

Netflix chief talent officer Sergio Ezama said Netflix sometimes conducts 10 or more interviews with a candidate. Netflix's feedback process is "a bit of a shocking thing" for newcomers, he told the "Power of Why" podcast. As Netflix's chief talent officer Sergio Ezama told "Power of Why" podcast host Naomi Haile in February, hiring well is paramount to sustaining the company's culture. he told Haile. "It's hard work" jumping into a C-suite role at a new company after decades at another, he told Haile.

☆ People: Employees' well-being, diversity, and equity are key components of sustainability
▼ + stars: | 2022-03-03 | by ( Sharon Goldman | ) www.businessinsider.com time to read: +5 min

Sustainable goals include improving people's well-being, health, and equity. This article is part of the "Financing a Sustainable Future" series exploring how companies take steps to set and fund sustainable goals. That includes investing in everything from fair wages to reskilling and upskilling; health and safety; diversity, equity, and inclusion; gender equality; and fair hiring practices. For Horizon Therapeutics, a biopharmaceutical company with 1,800 employees worldwide, a key priority around diversity, equity, and inclusion is pay equity. "We have 100% pay equity at Horizon,'' said Irina Konstantinovsky, Horizon's executive vice president, chief human-resources officer, and chief diversity officer.

☆ Apple agrees to "make improvements" to its NDAs after whistleblower documents showed evidence the company used the agreements to silence employees
▼ + stars: | 2021-11-23 | by ( Matt Drange | ) www.businessinsider.com time to read: +8 min

A year later, Apple reversed course, agreeing to "not enforce" strict NDAs regarding instances of harassment, discrimination or potentially illegal conduct in the workplace. "Apple has in the past simply given a statement and let things sweep under the rug," Scarlett told Insider on Friday. Citing her own experience receiving NDAs from Apple, Scarlett filed a whistleblower complaint with the SEC on October 25. In reviewing dozens of confidential NDAs shared by tech workers, the investigation revealed the broad language frequently used to silence employees, including at Apple. In reporting on nondisclosure agreements at Apple, Insider asked the company if it had ever pursued legal action against a former employee over an alleged breach of their NDA.

☆ Twitch's chief people officer shares how the company took its strong in-office culture virtual amid the pandemic and rapid growth
▼ + stars: | 2021-06-03 | by ( Aman Kidwai | ) www.businessinsider.com time to read: +5 min

During the COVID-19 pandemic, Twitch almost doubled its daily user base. Lenke Taylor, Twitch's chief people officer, details how the company adjusted its culture virtually. "A lot of these initiatives were fueled by the passion and direct input of our employees," Taylor said. Her tactical objectives were focused around driving more accountability in hiring, training, employee support, and access to company programs. An employee centric approachDuring the pandemic, Taylor said she learned that empathy is more important than ever.

☆ Bank of America's CHRO Sheri Bronstein shares how she led a crisis response for the bank's 200,000 employees
▼ + stars: | 2021-04-22 | by ( Aman Kidwai | ) www.businessinsider.com time to read: +4 min

The bank retrained over 20,000 employees for new roles while 85% of the company worked remotely. CHRO Sheri Bronstein shared her approach during this time and what she learned from the experience. "2020 led to more discussions and immediate actions among myself and fellow C-suite executives than ever before," Bronstein told Insider. Bronstein was named one of Insider's 2021 HR Innovators for how her 2,600-person team supported workers over the past year. Its $6 million relief fund provided grants to those with emergency financial hardships and regular coronavirus PCR tests were offered to employees working in offices or retail branch locations.

☆ Only 18 out of 890 major US companies are fully transparent on worker issues — and that openness is helping them grow their bottom line
▼ + stars: | 2019-04-17 | by ( Richard Feloni | ) www.businessinsider.com time to read: +6 min

Only 18 companies disclosed all nine of the practices taken into consideration, including Goldman Sachs, Nike, Nvidia, and PepsiCo. Just's team of researchers gathered all public data on nine criteria related to what it calls "human capital." The team discovered that only 18 of the companies both disclosed and tracked the progress of all the criteria. It was initially acceptable to simply state a policy, but then stakeholders demanded increasingly extensive data and signs of progress. "I don't think that you have much of a choice these days, if you're a larger company," she said.

Persons: Paul Tudor Jones, Russell, Goldman Sachs, It's, Martin Whittaker, you've, it's, Whittaker, Alison, millennials, Eli Lilly, Jones Lang LaSalle, Read, Tonie Hansen, Hansen Organizations: Nike, Nvidia, PepsiCo, Service, ROE, Data Systems, Boston Scientific, Hasbro, Intel, PayPal, Qualcomm, State, Symantec, Texas Instruments Locations: BusinessInsider.com, Wall, Silicon, America, Marriott, Wells

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